Interrelationship of Intrinsic and Extrinsic Motivation Essay

In the word Interrelationship of Intrinsic and Extrinsic pauperism by Jerry Dermer, there ar three different assumptions ab away the interrelationship amidst unessential and immanent hold from three different researchers. Firstly, Deci, E.L. stated that an unessential operation-contingent reward reduces large numbers innate motivation. Secondly, Hofstede, G.H. supported that intrinsic motivation is a needful co-requisite for extrinsic rewards to be motivating however, intrinsic motivation is non lessen in the occurrence of extrinsic rewards. Thirdly, the general assumption of many motivational researchers believed that intrinsic and extrinsic motivations are unrelated. The purpose of the study was to firstly set if there is a relationship between extrinsic and intrinsic motivation, and therefore to help management in resolving the dilemma of whether or not they should provide rewards based on performance.The study conducted a questionnaire which was distributed to 8 1 segment store managers in a large section store chain. The questionnaire include measurements for extrinsic and intrinsic motivation. For extrinsic motivations measurement, the questionnaire listed seven-spot statements for managers to estimate on the Likert scale. The budget performance in these seven statements was linked to seven extrinsic outcomes recognition, advancement, job security, better peer relations, better supervisory relations, increase debt instrument, and increased salary. For example, exceeding budgeted performance provide lead to more than responsibility (Dermer, 1975). For intrinsic motivations measurement, the questionnaire only listed three statements asking the managers to pace the level to which higher order need satisf bodily process is affected by good performance. For instance, Doing my job well gives me a feeling of accomplishment (Dermer, 1975).In order to have a fair and accurate entrust, both statements were presented in Likert format. Manag ers needed to rank the statements from strongly agree to strongly disagree. Also, the questionnaire was intermixed with other stochastic statements to minimize halo effects and hence increase the accuracy of the result. The result reinforces Hofstedes statement and overthrows Decis and the general assumptions. This research showed that the higher a store managers intrinsic motivation, the salienter his responsibility, recognition, pay and motivation for advancement. The chief(prenominal) finding was that intrinsic motivation was an essential co-requisite for extrinsic motivation. Meanwhile, extrinsic reward would not reduce workers intrinsic motivation. The research found out that the higher ones intrinsic motivation, the greater his motivation for extrinsic rewards. Therefore, based on this concept, management should implement some strategies to stimulate workers intrinsic motivation. During the hiring process, the hiring manager of the scheme should inquire about the intervie wees interests.The main purpose of doing this is to make sure that the interviewee does the likes of the job. The goal of the interview is to take on people who are intrinsically motivate because these individuals are more spontaneous to learn and to accept challenges. Depending on the nature of the organization, the human relations department should carefully select candidates that fit the job requirement, as well as to consider ones personality. For example, a hospital requires nurses to be extrospective and agreeable. As the employees achieve the person-job fit, which is defined as the workers finding the job that fits their determine the most, the employees impart have a higher level of intrinsic motivation. For example, when a patient is recovered, the nurse will be proud of herself, hence her intrinsic motivation will increase.Besides, management should work to increase the level of organisational commitment of the workers. The higher the affective commitment, the higher the level of job performance the workers achieve. The reason is that if the workers have high affective commitment, they are more make to stay in the organization and is happy to devote their time and zip in benefiting the firm. High affective commitment implies these workers are intrinsically motivated because they love their work. To increase the level of organizational commitment, management should provide a fun workplace and encourage them to think creatively. Moreover, managers should permit workers to have great autonomy and encourage new ideas at the workplace so that workers will be more willing to think about ideas in a greater depth.However, promoting intrinsic motivation may lead to several latent be. Firstly, a long period of time is needed to foster for each one workers intrinsic motivation. Secondly, the strategies to nurture intrinsic motivation transmute from person to person. Even though there are potential costs for promoting intrinsic motivation, the potenti al benefits resulting from intrinsic motivation are much greater. Firstly, an organization will be more profitable and efficient as its employees are more self-motivated and satisfied with their job. The more self-motivated the employees are, the higher their efficiency. Also, workers will be more motivated and will not need continuous supervision if they like the job. Another benefit from having intrinsically motivated workers is that these workers are less likely to be late as they like their job.Also they are more likely to excel at their jobs. Hence, the organizations efficiency will be improved significantly. To conclude, the article Interrelationship between Intrinsic Motivation and Extrinsic Motivation by Jerry Dermer is informative in explaining the relationship between two different types of motivation. The reason is that Jerry found three different commanding researchers and compared their views. Instead of taking away from the research, readers should think about Decis and Hofstedes statement critically because Jerry Derman also talked about the saving grace of Decis statement. Lastly, the recommendations for management practices are appropriate as all of the organizations highly demand intrinsically motivated employees.ReferenceDermer, J. (1975). The interrelationship of intrinsic and extrinsic motivation. The academy of Management Journal, 18(1), 125-129. Retrieved from http//www.jstor.org.myaccess.library.utoronto.ca/stable/255630?&Search=yes&searchText=Motivation&list=hide&searchUri=/action/doBasicSearch?filter=jid%3A10.2307%2Fj100040&Query=Motivation&Search.x=0&Search.y=0&wc=on&prevSearch=& situation=20&ttl=1206&returnArticleService=showFullText&